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• Document the Company’s findings regarding the complaint;

• Document recommended follow-up actions and remedies if warranted; and

• Inform the complainant of the Company’s findings and, where appropriate, of the
remedial action that will be taken.

Every supervisor or manager who learns of any employee’s concern about harassment,
whether in a formal complaint or informally must immediately report the issues raised to
the Vice President of Human Resources or to the General Counsel.

Discipline

If the Company determines that harassment occurred, the Company will impose
discipline upon the offender or offenders. The appropriate discipline may include written
or oral warnings, probation, suspension, reassignment, demotion, or termination of
employment. If the harassing conduct is the act of a non-employee, the Company will
attempt to ensure that such conduct is not repeated.
No Retaliation

The Company prohibits any form of retaliation against individuals who report
unwelcome conduct or who cooperate in the investigation of such reports. In
accordance with this policy the Company will take appropriate disciplinary action for any
such retaliation, up to and including termination of employment.

INTRODUCTORY PERIOD

You have been through our employee selection process, have been selected for
employment, and appear to have the potential to develop into a successful employee.
However, we want the opportunity to begin the training period, get to know you, see
how you work with your co-workers and determine if you are willing and able to carry
out the responsibilities for the position in which you were hired. It is also important for
you to get to know us and become familiar with how we operate to find out if this job is a
fit.
We therefore have a 90-day Introductory Period for these purposes. The 90-day period
allows both you and the Company to determine whether or not the job is a good fit and if
not, to part company amicably. During the Introductory Period you will begin your
training and be observed by management. Also during this time, if you feel you do not
understand what is expected of you or that you need additional training, we encourage
you to ask questions and seek additional help from our management staff. The
Company may, in its sole discretion, extend the Introductory Period. Neither the
Introductory Period nor any extension alters the at-will employment relationship. The
Introductory Period is not a contract or guarantee for ninety (90) days of employment, or
for any other duration of employment. Employment may be terminated by the employee

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